Are You Measuring Employee Performance… or Simply Hoping for the Best? | Consensus HR – Herts & Beds
One of the most common issues we encounter when supporting businesses is poor employee performance management.
Interestingly, the problem is rarely the employee.
More often, it is the absence of clear expectations, measurable objectives and regular communication.
Without these, employees cannot be expected to consistently deliver outstanding performance.
Performance Should Never Come as a Surprise
Employees should never attend an appraisal only to discover they have been underperforming for months.
Likewise, managers should never reach the point where they feel they have “had enough” without previously discussing concerns.
Good performance management is continuous.
Regular conversations build confidence, identify development opportunities and address concerns before they become formal capability issues.
Clear Objectives Produce Better Results
Successful organisations give employees clear direction.
Employees perform best when they know:
- What success looks like.
- What standards are expected.
- How performance will be measured.
- What support is available.
- How often progress will be reviewed.
Without these fundamentals, motivation often declines and misunderstandings increase.
Don’t Only Talk When Something Goes Wrong
Many employees only meet with their manager formally when there is a problem.
Instead, managers should be scheduling regular one-to-one meetings throughout the year.
These discussions should focus on:
- Progress
- Training needs
- Career development
- Wellbeing
- Business objectives
- Feedback from both manager and employee
Consistent communication builds stronger relationships and creates higher-performing teams.
Documentation Protects Everyone
Performance discussions should always be recorded.
Written records:
- provide clarity;
- demonstrate fairness;
- help monitor progress;
- support development; and
- become invaluable should formal procedures ever become necessary.
Documentation protects both employer and employee.
Matthew Chilcott’s Comment
“Throughout my career as a manager and HR professional, one area that has consistently challenged both managers and employees is the appraisal process. Too often, appraisals become a once-a-year exercise rather than an opportunity to genuinely develop people and improve business performance. One of the biggest reasons for this is the failure to set meaningful SMART objectives.
Whilst many organisations understand that objectives should be Specific, Measurable, Achievable, Relevant and Time-bound, I have found that the ‘M’ – Measurable – is usually the most difficult element to get right. If success cannot be measured, how can a manager or employee know whether the objective has been achieved?
In my experience, this often stems from businesses not having clearly defined performance standards. Yet many of these standards already exist. Manufacturers’ operating manuals, quality procedures, customer service standards and production targets all contain measurable benchmarks that can be incorporated into individual objectives. By using these existing standards, businesses can ensure every member of the team is working towards the same expectations whilst also identifying where additional coaching, training or support may be needed.
Effective performance management is never about catching people out. It is about giving employees clear expectations, regular feedback and the tools they need to succeed. That is why performance reviews should not simply be an annual event. They should form part of an ongoing conversation throughout the year, supported by a straightforward, user-friendly appraisal system that managers and employees both understand and feel confident using. When SMART objectives are written properly and reviewed regularly, they become one of the most powerful tools for improving individual performance, developing talent and helping businesses achieve their goals.”
Matthew Chilcott
Owner – Consensus HR
Chartered FCIPD, ACEL
How Consensus HR Can Help
Consensus HR helps businesses implement practical performance management systems, SMART objectives, appraisal processes and manager training that improve productivity whilst reducing employee relations issues.
If your managers would benefit from additional support or training, we’d be delighted to help.
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